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Short listing is difficult if there are very low or very high numbers of applicants. Low numbers result if the information provided is so tight that potential applicants have ruled themselves out and have not applied. A more serious cause can be if the advert for the job has not reached an adequate pool of potential applicants; for example if it was restricted to internal applicants only. This may conflict with discrimination laws unless the internal population of the organisation mirrors the diversity profile of the general population, which is unlikely. This might mean that people from minority groups are not aware of the vacancies and are denied a chance of applying. High numbers are likely to be caused by the information supplied being too loose resulting in too many people meeting the advertised minimum requirements of the job. Taking care when short-listing will help us to ensure that we are fair to applicants, lessen the possibility of inviting unsuitable applicants to interview and reduce the scope for potentially costly claims of discrimination. Those people who will form the interview panel for the job or a sub group of the interview panel will usually carry out short-listing. Panel members should familiarise themselves with the essential criteria in the person specification. Individually, panel members should then compare each applicant to the criteria to decide whether the applicant should be short-listed. Panel members should then compare their lists to find a consensus. If too many applicants meet the essential criteria examine the applications against the desirable criteria. Invitation to Attend Interview Those short-listed should be invited to interview by e-mail/letter. The following documentation will be sent with this: • An Interview Expenses Claim • The Asylum and Immigration Act Information • A Criminal Convictions Declaration The invitation email can be amended to include any other relevant information. Interviews and Selection Checks Interviews should be carried out by at least two people. For Team Leader level the minimum number of interviewers is three. Appointments at Chief Officer level must be made in line with the Scheme of Delegation. At the end of each interview each of the interviewers should complete an Interview Assessment Form (See: RS50 Recruitment Letters and Forms). These forms will assist interviewers to assess the candidates against the criteria set in the person specification. Interviewers should form their own opinion at the end of each interview then reach a collective decision by discussion after all the interviews have occurred. Managing People Recruitment & Selection Fife Council October 2013 16 RS11
Once a decision on who to appoint has been reached the Chair should complete the section on the Recruitment Analysis Form. The form should then be sent to HR Reward Team with the Equal Opportunities Monitoring Form. Appointment to jobs at Team Leader level and below will be the responsibility of the Service. Human Resources will not normally attend interviews. Assessing Whether Candidates Meet the Requirements The interview will be one of the main opportunities to assess whether an applicant for a job meets the requirements identified in the person specification. The interview can be complemented by other assessment techniques. These may include presentations, tests, group exercises or in-tray exercises. If you are considering using, or would like to discuss, any of these techniques contact the HR Direct Recruitment . Badly designed or inappropriate exercises can discriminate unfairly. Exercises must therefore be properly developed. Rating Candidates The interview assessment form is used to help rate the interviewee. The interviewee should be assessed against the requirements of the job and not just rated against other interviewees. If no one is suitable consider readvertising. Immigration Asylum and Nationality Act 2006 Check and retain copies of the documents required to confirm eligibility to work in the UK. See section - Eligibility to Work in the UK above. Some of the documents required for this purpose may also be used to confirm identity as required to apply for PVG membership or an enhanced or standard criminal record disclosure certificate. Qualifications and Certificates Where a particular qualification is as required for the job, or where there is a minimum standard of education expected for the job, ask the successful interviewee to provide the original documents for inspection. These should then be copied to be held in the personal file. If no certificate can be provided a check should be made with the awarding institution or examination body. A check can also be carried out if it is suspected that the certificate in not original, is forged, or has been tampered with. Keep a record of this check. Professional Registration – Safer Recruitment If the candidate is required to be registered with a regulatory body such as the SSSC or the GTCS, obtain and keep a copy of his or her registration certificate or number. This should be verified with the regulatory body as appropriate. In case of dispute or if there is reason to doubt that the claimed registration is genuine, clarification should be sought from the regulatory body. Managing People Recruitment & Selection Fife Council October 2013 17 RS11
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Page 5 and 6: Short Term Recruitment Procedure Th
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Page 15: Fast Path Enquiries CCU 5 th Floor
Page 19 and 20: Starting Salary on Appointment Duri
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Page 23 and 24: If a file contains disciplinary war
Page 25 and 26: Establishment Change Process Flow C
Page 27: Person Specification (Appendix 3) P

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